Hogan High Potential Talent (HIPO)

The Hogan Assessments High Potential (HIPO). Finding talented people who can be developed, and go on to achieve positive business outcomes.

Hogan Assessments HIPO

The highest-performing organisations make it a top priority to prepare talented people for advancement. However, most organisations struggle to find accurate and useful ways to develop people with the most potential for success as leaders. Some people who appear to have leadership potential are often not effective leaders; conversely, many effective employees are overlooked for promotion because they do not self-promote enough to get noticed.

The Hogan High Potential (HIPO) model simplifies the process of finding talented people who can be developed, and who then will go on to achieve positive business outcomes. Grounded in decades of global research on leader performance, the Hogan High Potential Talent Report is designed to help emerging leaders prepare for and develop three essential components of top organisational leadership and helps leaders quickly and easily prioritise areas of development to maximise leadership potential.

Hogan High Potential Leadership Model

Hogan define high potential as the ability to build and lead teams that can consistently outperform the competition. As a world-leader in personality and values assessment, Hogan Assessments leverage decades of research on personality, values, and performance to help clients identify and develop emerging leaders.

It all begins with the Hogan High Potential Model:

Leadership Foundations

Leadership potential is based on certain personal attributes that form the building blocks for career effectiveness. Before people can lead others, they must first demonstrate their ability to contribute to a team and they must establish a personal reputation as dependable and productive. The report explores 3 key Foundation competency areas: Following Process: following rules and respecting convention Thinking Broadly: solving a wider range of business-related problems Getting Along: being cooperative, pleasant, and rewarding to deal with.

Leadership Emergence

Leadership potential depends significantly on the degree to which people are perceived as leaders. People who emerge as leaders are able to create a leader-like impression by standing out, being noticed, and seeming influential. The report explores 3 key Emergence competency areas: Standing Out: making others aware of one’s contributions Influencing Others: persuading others to pursue certain desired outcomes Building Connections: creating strategic networks and relationships.

Hogan High Potential Talent Report

The competition for talent is fierce, and the future of many organisations depends on finding and developing leaders for key roles. Hogan’s High Potential Talent Report is a rigorous, assessment-based development solution designed to identify and close the skills gap between what your organization requires in a leader and what is in your talent pipeline.

The competition for talent is fierce, and organisational success in the future is dependent upon finding and developing high potential leaders for key organisational roles. The Hogan High Potential 360 (Hogan HiPo 360) is part of PBC’s multi-rater suite and is based on Hogan’s model of high potential talent. The Hogan HiPo 360 measures individuals against three integral components of leadership and supports organisations to develop their high potential talent.

Applications

Development of individual contributors or leaders who have been identified as high potential.